Discussion: Intergenerational fairness

Members can view a recording of the debate here.

Intergenerational fairness is a concept which impacts on the nursing workforce as the givers and the receivers of care. It has economic, psychological and sociological aspects, all of which, combine to provide equity – or lack of it – between generations.

The House of Lords Select Committee on Intergenerational Fairness and Provision set out much of the background to this wide-ranging issue in its Tackling Intergenerational Unfairness report (2019). The UK Government’s response to the report highlighted several employment issues that affect nurses and nursing, including flexible working, training, and apprenticeships.

Health and social care, however, was not identified as a key consideration in the report, despite intergenerational tensions being seen in these services. As populations grow older, this may increasingly impact on health and social care priorities, leading to changes in the balance between equity and efficiency. In mid-2018, there was an estimated 37,700 people aged 85 and over in Northern Ireland. By mid-2043, this population is projected to increase to 77,900, a growth of 106.4%. This will have profound implications for the delivery of health and social care services. Workforce intergenerational fairness is under increasing strain and some commentators fear
that younger people cannot experience the same income and career progression that successive generations since World War II have enjoyed. Youth unemployment is rising, yet older people are having to work to 68 and beyond.

The Scottish Government’s Nursing 2030 Vision (Scottish Government, 2017) noted that by 2030, newly registered nurses may be looking at careers that span 50 years or more, and that it is essential to find ways to help nurses stay healthier and fitter to enable satisfying careers. The Scottish Generations Working Project (Generations Working Together, 2021) with partners including Age Scotland and the Campaign to End Loneliness, is calling on Scotland to become an intergenerational nation by 2030, including ensuring intergenerational relationships are strengthened and that Scotland becomes more connected and inclusive, improving the quality of life for all ages.

Future Generations Act (Wales) 2015 (National Assembly of Wales, 2015) specifically looks at how decisions today impact on future generations. It requires public bodies in Wales to think about the long-term impact of decisions, to work better with people, communities and each other, and to prevent persistent problems such as poverty, health inequalities and climate change.

The RCN was proud to be part of the NHS Working Longer Review and backed its recommendations about supporting an ageing workforce through flexible work and retirement provision in the NHS (NHS Employers, 2017). The NHS Staff Council has introduced a day one right to request flexible working for all staff covered by Agenda for Change, but nurses need to see this translate into flexible working arrangements that suit different needs at different points in their career.

Reading lists for each agenda item can be found here.

References

Generations Working Together (2021) Intergenerational manifesto 2021, Available at: https://generationsworkingtogether.org/downloads/601138d3c2359-gwt-manifesto-final-2021-pdf (Accessed 13 April 2022).